HR Manager

in San Francisco, CA

HR Manager Job

Job Description Job Attributes+

  • Job ID

    5955507

  • Req #

    19002

  • Job Location

    San Francisco, CA 94101, US

  • Job Category

    HR

  • Job Type

    3-6 Month Contract


The Human Resources Generalist is responsible for facilitating the administration of human resources policies, procedures and programs, and assists company managers and employees with HR issues. The HR Junior Generalist is responsible for the following: Oversees the HR Support Services, Compliance, Administration and Human Resource Information Systems (HRIS) including –Insperity and Bamboo, Performance Management and Learning Development Systems; Reward program comprised of Compensation, Benefits, Stock and Retirement Administration; Drives the Recruitment program as it pertains to recruitment and staffing logistics, onboarding, off-boarding; and provides assistance on Employee matters, as well as HR Analytics and other HR Initiatives. Ensures relevant company and employee information is kept confidential.

This position will also support the Human Resources strategy comprised of Talent Management, Performance Management, Learning and Development, Reward Program and HR Services. 

ESSENTIAL DUTIES & RESPONSIBILITIES :

The HR Generalist has direct responsibility for these areas:

HR SERVICES

HR Strategy

·        Support the refinement and implementation of the HR Strategic pillars pertaining to Talent and Reward Strategy, as well as Learning and Development.

·        Assist with the Performance Management and HR Services initiatives. 

  • Contribute to human resources solutions by collecting and analyzing information and recommending courses of action.

HR Support Services

  • Provide HR advice and support to managers and employees by addressing inquiries, explaining legal adherence requirements and procedures and policies in a timely effective manner.

·        Evaluate risks and give advice for risk management procedures, processes, policies, and practices.

  • Assist in the development of human resource procedures and policies.

·        Advise employees of the company’s leave of absence policies.

·        Process LOA / COBRA requests, verify required paperwork is completed and inform payroll of any unpaid leave taken and return to work dates.

HR Compliance

·        Administer the Affirmative Action (AA/EEO) Plan process. Ensure pertinent applicant data is properly tracked and the pre and employment data recordkeeping process is in accordance with the Department of Labor Office of Federal Contract Compliance Affirmative Action Requirements.

·        Ensure compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.

·        Verify all key compliance documentation is completed and filed with the appropriate parties, including state and federal government including EEO-1 report, SHCSO, ACA, OSHA 300 & 300A, VETS 100 and Form 5500.

  • Process ACA 1094-C and 1095-C forms are prepared and E-Filed.
  • Work with Retirement Service Provider ML to ensure the 5500 form in completed and filed, and verify the true-up testing is completed for the domestic retirement plan.
  • Support OSHA 300 and 300a completion and posting.

HR Administration

·        Maintain employee files and the HR (hard copy and soft copy) filing system in compliance with applicable legal requirements.

·        Verify all job descriptions are current, reviewed with employees and properly filed.

·        Confirm new and promoted employees have signed and dated job descriptions (including qualifications).

·        Ensure all HR related expenses against defined budget and highlights discrepancies

·        Verify files related to grievances, performance reviews and disciplinary actions are properly completed and filed.

·        Partner with HR Rep to conduct periodic audits of files and processes to ensure accuracy.

·        Prepare, obtain approval and distribute company employee communications.

·        Verify employees are informed of all new and revised policies and acknowledgement forms related to these guidebooks are completed and returned.

·        Verify Company meetings and events, e.g. – periodic Company Update, SF Massages and Employee events are coordinated and scheduled in a timely manner.

·        Ensure the day-to-day efficient operation of the HR office.

·        Participate in administrative staff meetings and attends other meetings, as necessary.

·        Confirm flowers and cards for employees for events such as illness, death in family or birth are ordered as required. 

HRIS

·        Maintain the HRIS databases, e.g. -Insperity, Bamboo and Lattice, and generates scheduled or requested reports to assist management.

·        Oversee database of employee contact information and updates employee phone directory and company organization chart.

·        Periodically audit the database to ensure accuracy.

·        Contribute in the development and updating of the Human Resources section of the website.

·        Keeps employee electronic records up-to-date by processing employee status changes in a timely manner.

Reward Program

Compensation Administration

·        Administer the compensation program by updating, monitoring and maintaining salary adjustments / increases based on performance evaluations, promotions, new hires, and approved adjustments.

·        Create the required formula calculations to generate and process all performance appraisal merit increases. Ensure information is reviewed and approved by the HRC and conveyed to the respective Accounting and Management leads. 

·        Verify job change forms are properly generated and processed. 

·        Create and disseminate annual salary and merit structures for all U.S. and global locations.

·        Ensure all vacation and sick time are properly tracked in the system.

·        Offer support to the payroll team on obtaining timecard approvals from managers, when requested.

Benefits Administration

·        Coordinate benefit orientations for healthcare open enrollment and other benefit training sessions, as needed.

·        Orchestrate and track annual employee enrollment.

·        Facilitate open employee enrollment annual program. 

  • Direct employees to appropriate resources for all benefit claim issues, concerns or inquiries.
  • Administer the day-to-day transactions of the 401(k) plan, and coordinates the processing of employee loans and applications.

Stock Plan Administration

·        Process the daily stock plan and administration tasks.

·        Execute stock option / restricted stock grants and cancellations, and reconcile Equity Edge reports.

·        Assist with the release and grant import document for E-Trade.

·        Respond to inquiries of employees regarding stock plan processes.

·        Audit participant accounts to ensure data is accurate, specifically new and term employees are properly handled, e.g. – taxes, employee identification and location are properly noted.

Retirement Plan Administration

U.S.

·        Facilitate all aspects of the U.S. 401(k) plan, including enrollment, termination, discrepancy resolution and change reporting.

·        Ensure annual reporting, true up testing and nondiscrimination tests are properly completed and submitted.

·        Gather data and / or prepare non-discrimination tests.

·        Verify employee 401K deductions are accurately being deducted by payroll.

INTERNATIONAL

·        Prepare member contribution and quarterly match spreadsheets. Review and issue quarterly reports           to Accounting and Generali.

PERFORMANCE MANAGEMENT

·        Partner with the Senior HR Generalist to design and implement the performance appraisal process for annual performance appraisals, self-appraisals and interim goals.

·        Drive the release and administration of Performance Management tasks.

·        Create and implement Performance Management user guides and provide ad-hoc tutorials for employees.

·        Generate and review Performance Management reports, provides recommendations on anomalies, works with managers and employees to address. 

·        Establish a system / process to verify all appraisals, annual and interim, are conducted in a timely manner and follow-up with respective managers that are delinquent.

·        Support the distribution of Merit Increase sheets.

·        Monitor the overall performance evaluation program and revise as necessary.

TALENT STRATEGY

Recruitment and Staffing Logistics

·        Map and refine the recruitment process. 

·        Liaison with recruitment firm contacts to ensure the company recruitment needs are met within our defined HR budget. 

·        Meet with department managers to develop specific recruitment plans.

·        Advertise job openings internally and externally, per company recruitment policies.

·        Coordinate the logistics of the recruitment process.

·        Create, review and post job ads on relevant Internet sites, including Company website, job boards, college career services offices and professional associations.

·        Administer the flow of paper applications and manages the recruitment email box.

·        Sort and review resumes as they arrive on a daily basis. Provides a first review of resumes and forwards appropriate resumes to hiring manager.

·        Maintain a filing system that retains qualified applications for one year per 503 and VEVRA regulations.

·        Provide company information and position information to potential candidates.

·        Schedule interviews for the hiring manager and Human Resources. Schedules additional interviews, as needed.

·        Mail out the selected candidate offer letter packet as requested and tracks return.

·        Coordinate the distribution of rejection letters / communication. 

·        Prepare, analyze and present hiring statistics.

·        Ensure managers have the necessary recruitment tools, e.g. – interview and reference check questions and are properly trained to improve recruiting and hiring efficiencies and to reduce turnover.

·        Manage the annual recruiting budget and ensuring adherence to the budget throughout the year.

Onboarding

·        Partner with Corporate Services to ensure employee’s work space, computer and other equipment, e.g. mailbox and appropriate installed software are ready prior to the new employee's start day.

·        Confirm new orientation packet materials are current. 

·        Verify new employee personnel files are created. Ensure all necessary information is returned and completed properly.

·        Ensure all legal documents and background checks are properly completed and processed, including employment eligibility verification.

·        Verify employee is set up in all related Company and HR systems, e.g. -ADP Total Source / Bamboo and Cornerstone.

·        Send new orientation packet to managers based outside San Francisco.

·        Conduct new-employee orientation.

·        Review employee benefits and facilitates employee enrollment for new hires.

·        Assist the company / SF office with temporary staffing needs by contacting and working with the appropriate Staffing Agency.

·        Conduct temporary employee orientation, creates time badges, and tracks current temporary employees attendance.

·        Confirm temporary employee time sheets are properly sent to Temporary Staffing Agency weekly for payroll processing.

Offboarding

·        Verify the completion of the termination checklist, including outreach to IT to ensure emails and computer access have been terminated.

·        Partner with Corporate Operations to ensure employee ID badge has been rendered and building access has been shut down.

·        Ensure exit interview is conducted, documented and filed. 

·        Verify all company property is returned and expenses submitted.

·        Work with the employee manager to ensure they have access to employee’s hard copy and soft copy files.

·        Convey outstanding pay and vacation days to payroll, and ensures final pay check is submitted on employees last day of employment or within legally allotted timeframe.

PERSONAL DEVELOPMENT

  • Update job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
  • Enhance department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.

The HR Generalist will support the following areas:

LEARNING AND DEVELOPMENT

  • Maintain and disseminate Learning Management System (LMS) user guides.
  • Encourage employees to leverage LMS courses.
  • Assist with coordinating live training sessions, as required.
  • Track and report employee training records, and ensures the information is uploaded into the employee profiles within the HRIS systems, e.g. ADP TS or Bamboo.
  • Track the implementation and accomplishment of employee development plans.

·        Provide support with updating available course list in the learning and development platform.

·        Assist with generating employee development / skill gap reports. 

HR Department Development

·        Provide assistance with the refinement and implementation of an employee handbook and new HR policies and procedures.

·        Administer programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.

·        Assist with the tracking of departmental and company measurements that support the accomplishment of the company's strategic goals.

HR Analytics

·        Prepare and maintain periodic reports that are necessary to carry out the functions of the Human Resources department, as necessary or requested.

·        Produce monthly Textainer Group Employee Census reports and other ad hoc reports as needed.

·        Keep track of new hires, promotions, terminations and award recipients.

Other HR Initiatives and Duties as assigned

·        Provide assistance with employee relations matters, as requested.

·        Assist with Board of Directors meetings and the creation of board materials.

ORGANIZATION RELATIONSHIPS:

Internal: Manager and Employees for all departments in the U.S. and Globally.

External: HR Service Providers, e.g. – Insperity, Bamboo, Lattice, Recruitment Firms, Retirement Program Rep, Event Organizations, etc.

REQUIRED QUALIFICATIONS:

To perform the Human Resources Generalist job successfully, an individual must be able to perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skill, ability and competency for this position.

·        Knowledge:

·        In-depth knowledge of various employment laws and practices

·        HR programs and administration

·        HRIS – preferably ADP Total Source, Bamboo and Cornerstone

·        Skills

·        Superb problem-solving, including the ability to proactively identify issues and root causes to drive appropriate resolution in a timely manner

  • Excellent analytical skills with the ability to research, analyze and summarize vast amounts of data
  • Strong interpersonal, verbal and written communication skills to communicate with managers, employees, members of the HR management team, and in group presentations / meetings

·        Robust organization skills with the ability to prioritize and plan work activities in an accurate, quality and time efficient manner

·        Savvy computer skills, including Microsoft Windows, e.g. - Word, Excel, Power point, Visio

  • Self-starter with high initiative

·        Abilities:

·        Utilize critical thinking skills to analyze, interpret information / data to generate HR program recommendations or enhancements. 

·        Able to effectively read and interpret information, present numerical data in a resourceful manner, and skillfully gather and analyze information

·        Must be dependable, able to follow instructions, respond to management and peer direction, and must be able to improve performance through team feedback

·        Competencies:

·        Action oriented

·        Learning on the Fly

·        Personal Learning

·        Dealing with Ambiguity

·        Creativity

·        Customer Focus

·        Informing

·        Perseverance

·        Time Management

·        Composure

·        Minimum educational level:

·        College degree in Business or Human Resources, required

·        HR certification, preferred.

·        Minimum experience:

·        Five plus years’ experience in HR programs and administration

Additional Information

Who We Are

ABOUT US
Founded in 1998, Blackstone Talent Group is one of three divisions of Blackstone Technology Group. The other two divisions are Blackstone Federal, a premier engineering + transformation agency that serves the federal government, and Trellis Energy, the largest transaction management software firm fully dedicated to serving the natural gas industry. Blackstone Technology Group is a privately-held global IT services, solutions and resourcing firm. Headquartered in San Francisco, Blackstone now has more than 300+ employees across five offices nationwide. Blackstone Technology Group’s mission is to help clients adapt to the demands of a digital world, and has garnered an impressive track record of delivering successful results to a client list that includes Fortune 100 businesses and US federal, state and local government.

WHAT WE DO
We provide contract, permanent and managed resource services to our clients. We source for commercial businesses and non-profits, as well as government clients requiring security clearances from public trust through multiple levels of top secret. Some of our skill specialties are IT, IT Operations, Engineering, Accounting and Finance, and Executive Search.

HOW WE DO IT
Our team never stops building connections with talent. And our network of fully-vetted, ready-to-work professionals allows us to provide exceptional speed and accuracy in our resource delivery that is unmatched in the industry. With a relationship-first engagement approach, we most often become a trusted partner with our clients and operate as an extension of their organizations.

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